Sparking or smothering darkness: Motivational climates influence the leader grandiose narcissism–follower trust relation via leader self-serving behaviour

IF 4.9 2区 管理学 Q1 MANAGEMENT
Susanne Braun, Ed Sleebos, Leah L. Zou, Barbara M. Wisse
{"title":"Sparking or smothering darkness: Motivational climates influence the leader grandiose narcissism–follower trust relation via leader self-serving behaviour","authors":"Susanne Braun,&nbsp;Ed Sleebos,&nbsp;Leah L. Zou,&nbsp;Barbara M. Wisse","doi":"10.1111/joop.12555","DOIUrl":null,"url":null,"abstract":"<p>Research suggests that the effects of leader narcissism can be complex and context dependent, causing a lack of clarity about the conditions under which leader narcissism affects follower perceptions. We posit that the organizational climate plays an important moderating role in the relationships between leader narcissism, leader self-serving behaviour and follower trust. Based on trait activation theory, we argue that organizational-level cues can spark or smother narcissistic leaders' self-serving behaviour with downstream consequences for followers' trust. Our focus lies on motivational climates in organizations, encompassing both performance climate and mastery climate, as providers of trait-relevant cues. A multilevel and multisource survey of 546 leaders and 1718 followers supports the hypothesized relationships. We find a negative effect of leader narcissism on trust in the leader via leader self-serving behaviour when the performance climate is high (vs. low). We also find a negative effect of leader narcissism on trust in the leader via leader self-serving behaviour when the mastery climate is low (vs. high). We discuss how leader self-serving behaviour as a quintessential behavioural expression of leader narcissism is sensitive to specific cues from the organizational context, how motivational climates help to inform the understanding of leader narcissism, and the practical implications.</p>","PeriodicalId":48330,"journal":{"name":"Journal of Occupational and Organizational Psychology","volume":"98 1","pages":""},"PeriodicalIF":4.9000,"publicationDate":"2024-10-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12555","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Occupational and Organizational Psychology","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/joop.12555","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0

Abstract

Research suggests that the effects of leader narcissism can be complex and context dependent, causing a lack of clarity about the conditions under which leader narcissism affects follower perceptions. We posit that the organizational climate plays an important moderating role in the relationships between leader narcissism, leader self-serving behaviour and follower trust. Based on trait activation theory, we argue that organizational-level cues can spark or smother narcissistic leaders' self-serving behaviour with downstream consequences for followers' trust. Our focus lies on motivational climates in organizations, encompassing both performance climate and mastery climate, as providers of trait-relevant cues. A multilevel and multisource survey of 546 leaders and 1718 followers supports the hypothesized relationships. We find a negative effect of leader narcissism on trust in the leader via leader self-serving behaviour when the performance climate is high (vs. low). We also find a negative effect of leader narcissism on trust in the leader via leader self-serving behaviour when the mastery climate is low (vs. high). We discuss how leader self-serving behaviour as a quintessential behavioural expression of leader narcissism is sensitive to specific cues from the organizational context, how motivational climates help to inform the understanding of leader narcissism, and the practical implications.

Abstract Image

激发或压抑黑暗:激励气候通过领导者的自我服务行为影响领导者自大自恋与追随者的信任关系
研究表明,领导者自恋的影响可能是复杂的,并且依赖于情境,导致人们对领导者自恋影响下属认知的条件缺乏明确的认识。研究发现,组织氛围在领导者自恋、领导者自私自利行为和下属信任之间的关系中起着重要的调节作用。基于特质激活理论,我们认为组织层面的线索可以激发或抑制自恋型领导者的自私自利行为,并对追随者的信任产生下游影响。我们的重点在于组织中的激励气候,包括绩效气候和掌握气候,作为特质相关线索的提供者。一项对546名领导者和1718名追随者的多层次、多来源调查支持了这一假设关系。我们发现,当绩效氛围高(相对于低)时,领导者自恋会通过领导者自我服务行为对领导者信任产生负向影响。我们还发现,当掌控氛围较低时(相对于较高),领导者自恋会通过领导者的自我服务行为对领导者的信任产生负面影响。我们讨论了作为领导者自恋的典型行为表达的领导者自我服务行为如何对来自组织背景的特定线索敏感,动机气候如何帮助了解领导者自恋,以及实际意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 求助全文
来源期刊
CiteScore
8.90
自引率
4.80%
发文量
38
期刊介绍: The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including: - industrial, organizational, work, vocational and personnel psychology - behavioural and cognitive aspects of industrial relations - ergonomics and human factors Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信